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High-Performance Teams: Trust, Feedback, Results, 350+ Tools
2,935 students
High-Performance Teams: Trust, Feedback, Results, 350+ Tools
Eight strong people, a weak team? Team building, leadership styles, engagement, 1-on-1s, feedback, conflict, performance
Last updated 10/2026
English
English [Auto],
What you'll learn
- Turn strong individuals into a strong team: take 350+ question lists, procedures, templates and checklists in 59 downloadable resources
- Start team building and handle remote teams and conflict through it
- Lead the team with modern research and situational styles: inspire, coach and restore order
- Understand personality types and team roles with MBTI, DISC, Belbin and Hogan
- Measure engagement with Gallup Q12 and act on the results
- Run one-on-one meetings and coach in them
- Give feedback people can use and build recognition
- Prevent and resolve team conflict, and manage performance with goals, OKR and reviews
- See tools on screen, including PeopleForce, 15Five, CliftonStrengths, HIGH5, Bonusly and Slack
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
19 sections • 54 lectures • 27h 42m total length
Requirements
- Experience leading a team, or preparing to
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
You can have eight strong people and a weak team. Most managers discover this the expensive way. Here are 358 tools to build the team: 232 ready-to-use question lists, procedures, templates and checklists, 96 models and methods, 23 services shown on screen and 7 working files.
Open a lecture, take the question list, and use it in your next one-on-one.
What is going wrong right now
Everyone is competent, and the results are still average. People work in parallel instead of together, conflict is avoided, feedback is rare, one-on-ones are status updates, and the review happens once a year. Engagement drops, and the best people leave first.
What changes after this course
You build the team on purpose: you know the people, their roles and what engages them. One-on-ones, feedback and recognition are regular, conflict is handled early, and goals and reviews connect individual work to team results.
What is inside: 358 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 59 downloadable resources: lecture presentations plus 7 working files, including a team lever guide, the Gallup SE10 questionnaire handout and a career drivers guide
- 232 ready-to-use tools inside the presentations:
- 75 question lists and scripts: Gallup Q12, five dysfunctions team assessment, strengths-based coaching, one-on-one meetings
- 52 step-by-step procedures: team-building design, interteam problem-solving workshop, motivating task assignment, team role balancing
- 40 templates and sample documents: team engagement action plan, one-on-one meeting agenda, individual development plan, feedback preparation table
- 39 checklists: interteam collaboration warning signs, team competencies, micromanagement self-assessment, burnout recognition
- 18 scorecards, rubrics and matrices: RACI responsibility matrix, engagement and well-being matrix, team dysfunction scoring, competency rating scale
- 7 other working tools and 1 ready AI prompt: resonant leader reflection worksheet, performance review feedback survey, employee experience survey
- 96 models and methods explained with examples: Tuckman's stages of group development, five dysfunctions of a team, Belbin team roles, situational leadership
- 23 services shown on screen, including PeopleForce, 15Five, CliftonStrengths, HIGH5, Bonusly and Slack
Where the tools are
Team building (2 sections, 38 tools). Why it matters, how to start, remote teams and conflict.
Leading the team (2 sections, 74 tools). Modern research, situational styles, inspiring, coaching and order.
People and roles (2 sections, 19 tools). MBTI, DISC, Belbin, Hogan and team composition.
Engagement (3 sections, 85 tools). Gallup Q12, engagement 2.0 and 3.0, employee experience and culture.
One-on-ones and feedback (4 sections, 80 tools). Formats, coaching, feedback loops and recognition.
Conflict and performance (5 sections, 137 tools). Conflict, mediation, goals, OKR, evaluation and the review.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
According to Gallup research, only one manager in ten has all the talents the role needs, two in ten have at least three and can be trained, and seven in ten are in the wrong place. You cannot replace them all, so managers without those talents need special support. At the STB TV channel we solved it on some projects with two leaders, a creative one and an organisational one.
How to use the course
Start with team building and leading the team, then use the engagement, one-on-one and feedback sections every week. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 54 lectures across 19 sections, 27.5 hours
- 59 downloadable resources: lecture presentations and 7 working files
- 358 tools across the lessons, including 23 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Ask each team member what helps and what blocks their work this week, then open the first lecture. Enrol now and start your first lesson today.
Who this course is for:
- Team leads and managers
- Department heads building new teams
- HR business partners supporting managers
- Project leads with cross-functional teams
- Founders growing their first management layer